Transcript Human Resource Management 10e.

Gary Dessler
tenth edition
Chapter 11
Part 4 Compensation
Establishing Strategic Pay Plans
© 2005 Prentice Hall Inc.
All rights reserved.
PowerPoint Presentation by Charlie Cook
The University of West Alabama
After studying this chapter,
you should be able to:
1. List the basic factors in determining pay rates.
2. Explain how to price managerial and professional
jobs.
3. Discuss current trends in compensation.
© 2005 Prentice Hall Inc. All rights reserved.
11–2
Determining Pay Rates
 Employee compensation
– All forms of pay or rewards going to employees
and arising from their employment.
 Direct financial payments
– Pay in the form of wages, salaries, incentives,
commissions, and bonuses.
 Indirect financial payments
– Pay in the form of financial benefits such as
insurance.
© 2005 Prentice Hall Inc. All rights reserved.
11–3
Corporate Policies, Competitive Strategy,
and Compensation
 Aligned reward strategy
– The employer’s basic task is to create a bundle of
rewards—a total reward package—specifically
aimed at eliciting the employee behaviors the firm
needs to support and achieve its competitive
strategy.
– The HR or compensation manager will write the
policies in conjunction with top management, in a
manner such that the policies are consistent with
the firm’s strategic aims.
© 2005 Prentice Hall Inc. All rights reserved.
11–4
Developing an Aligned Reward Strategy
Questions to Ask:
1. What are our company’s key success factors?
What must our company do to be successful in fulfilling its mission or achieving
its desired competitive position?
2. What are the employee behaviors or actions necessary to successfully
implement this competitive strategy?
3. What compensation programs should we use to reinforce those behaviors?
What should be the purpose of each program in reinforcing each desired
behavior?
4. What measurable requirements should each compensation program meet to be
deemed successful in fulfilling its purpose?
5. How well do our current compensation programs match these requirements?
Source: Jack Dolmat-Connell, “Developing a Reward Strategy that Delivers Shareholder
and Employee Value,” Compensation and Benefits Review, March–April 1999, p. 51.
© 2005 Prentice Hall Inc. All rights reserved.
Table 11–1
11–5
Compensation Policy Issues
 Pay for performance
 Pay for seniority
 The pay cycle
 Salary increases and promotions
 Overtime and shift pay
 Paid and unpaid leaves
 Paid holiday
 Geographic costs of living differences
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11–6
Compensation Policy Issues (cont’d)
 Salary compression
– A salary inequity problem, generally caused by
inflation, resulting in longer-term employees in a
position earning less than workers entering the
firm today.
© 2005 Prentice Hall Inc. All rights reserved.
11–7
Pricing Managerial and Professional Jobs
 What Really Determines Executive Pay?
– CEO pay is set by the board of directors taking
into account factors such as the business strategy,
corporate trends, and where they want to be in a
short and long term.
– Firms pay CEOs based on the complexity of the
jobs they filled.
– Boards are reducing the relative importance of
base salary while boosting the emphasis on
performance-based pay.
© 2005 Prentice Hall Inc. All rights reserved.
11–8
Compensating Professional Employees
 Employers can use job evaluation for
professional jobs.
 Compensable factors focus on problem
solving, creativity, job scope, and technical
knowledge and expertise.
 Firms use the point method and factor
comparison methods, although job
classification seems most popular.
 Professional jobs are market-priced to
establish the values for benchmark jobs.
© 2005 Prentice Hall Inc. All rights reserved.
11–9
What Is Competency-based Pay?
 Competency-based pay
– Where the company pays for the employee’s
range, depth, and types of skills and knowledge,
rather than for the job title he or she holds.
 Competencies
– Demonstrable characteristics of a person,
including knowledge, skills, and behaviors, that
enable performance.
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11–10
Why Use Competency-Based Pay?
 Traditional pay plans may actually backfire if
a high-performance work system is the goal.
 Paying for skills, knowledge, and
competencies is more strategic.
 Measurable skills, knowledge, and
competencies are the heart of any company’s
performance management process.
© 2005 Prentice Hall Inc. All rights reserved.
11–11
Competency-Based Pay in Practice
 Main components of skill/competency/
knowledge–based pay programs:
– A system that defines specific skills, and a process
for tying the person’s pay to his or her skill
– A training system that lets employees seek and
acquire skills
– A formal competency testing system
– A work design that lets employees move among
jobs to permit work assignment flexibility.
© 2005 Prentice Hall Inc. All rights reserved.
11–12
Competency-Based Pay: Pros and Cons
 Pros
– Higher quality
– Lower absenteeism and fewer accidents
 Cons
– Pay program implementation problems
– Cost implications of paying for unused knowledge,
skills and behaviors
– Complexity of program
– Uncertainty that the program improves
productivity
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11–13
Other Compensation Trends
 Broadbanding
– Consolidating salary grades and ranges into just a
few wide levels or “bands,” each of which contains
a relatively wide range of jobs and salary levels.
• Wide bands provide for more flexibility in assigning
workers to different job grades.
• Lack of permanence in job responsibilities can be
unsettling to new employees.
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11–14
Strategic Compensation
 Strategic compensation
– Using the compensation plan to support the
company’s strategic aims.
– Focuses employees’ attention on the values of
winning, execution, and speed, and on being
better, faster, and more competitive…
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11–15
Key Terms
employee compensation
ranking method
direct financial payments
job classification (or grading)
indirect financial payments
method
Davis-Bacon Act (1931)
classes
Walsh-Healey Public Contract Act (1936)
grades
Title VII of the 1964 Civil Rights Act
grade definition
Fair Labor Standards Act (1938)
point method
Equal Pay Act (1963)
factor comparison method
Employee Retirement Income
pay grade
Security Act (ERISA)
wage curve
salary compression
pay ranges
salary survey
competency-based pay
benchmark job
competencies
job evaluation
broadbanding
compensable factor
comparable worth
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11–16